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PROJECT REPORT

ON

MODULE 5 DONE AT
VIMAL OILS AND FOODS LTD.

SUBMITTED TO:
SOM-LALIT INSTITUTE OF BUSINESS MANAGEMENT
MBA PROGRAMME

Affiliated to Gujarat Technological University


Ahmedabad
DECLARATION

WE, student of SOM-LALIT College of MANAGEMENT


STUDIES, AHMEDABAD here by that the project report
VIMAL OIL & FOODS LTD, AHMEDABAD, is a bonafide
record submitted in COLLEGE of SOM-LALIT
MANAGAMENT STUDIES and a record of original work
done by us
We also declare that this report has not been submitted
previously by us, fully or partially to the college.

Sign:
Place: Ahmedabad Date:

Project report submitted by:

NAME ROLL NO. ENROLLMENT NO


SHAH VAIBHAVI 40 167780592116
SHAH VISHWA 42 167780592100
POKAR SUNAY 13 167780592072
PATEL NEEL 9 167780592066
RAVAL YASH 23 167780592081
SHARMA KHUSHBU 43 167780592102
Preface
In todays era of cut throat competition MBAs are sure to
have an edge over their counter parts.
During Post graduation in business administration
program, students come in a direct contact with the real
corporate world through industrial training. An MBA
program, provides its student with an in depth study of
various managerial activities that are performed in
organization.
A detail research/analysis of managerial activities
conducted in various department, gives the student a
conceptually idea.
We have done industrial visit in VIMAL OIL AND FOOD
LIMITED we have tried to collect some important data and
interpreted it in the best possible manner and best of
ability.
Acknowledgement
This study will be incomplete without acknowledging our
sincere gratitude to all those who have contributed insome
way or other in completing this project report.
We express a word of gratitude to the VIMAL OIL AND
FOOD LIMITED for giving us an opportunity to conduct
visit and given us rigorous information for this study.
We would like to express heartiest thanks to Mr. Rajinder
Nadha for providing such necessary information to
complete our project.
LIST OF CONTENTS

CHAPTER CONTENT

INTRODUCTION

Chapter 1 Introduction

Research Problem

Significance of the study

Scope of the study

Objectives of the study

Chapter 2 COMPANY PROFILE

History

Social Responsibility

Vision

Mission

SWOT Analysis

Organisational Structure

Chapter 3 COMMUNICATION

Communication in vimal

Internal communication

External communication

Barriers

Overcomes of barriers

Chapter 4 MARKET BEHAVIOUR


Characteristics

Competitors

Chapter 5 ORGANISATION BEHAVIOUR

Job satisfaction

Scope of the study

Primary data

Secondary data

Sampling

Motivations

Organisation Culture

Academy culture

Normative Culture

Chapter 6 LITERATURE REVIEW

Theoretical Framework

Definition of terms

Literature Review

Chapter 7 RESEARCH METHODOLOGY

Research Design

Sample design

Sampling area

Sample method

Data Collection

Tools used for analysis

Limitations of the study


Chapter 8 DATA ANALYSIS AND INTERPRETATION
Interpretations
ANOVA
Findings
Ratio Analysis of the org.
Chapter 9 Suggestions
Conclusion
Bibliography
Annexure
Chapter 1

INTRODUCTION
RESEARCH PROBLEM
Employee are the asset of any organization. It is through the employees. The organization
achieves its objectives. It is very important from the organization point of view to keep them satisfied.
The purpose of study is to understand the level of satisfaction among the employees to VIMAL OIL and
suggest the area for improvement if any.

A sample respondents of 40 on total population (employees) of Vimal oil and Food Limited.
constitute the universe of study.

SIGNIFICANCE OF THE STUDY


Employee satisfaction is an important aspect as far as an organization is considered. Employees are back
bone of every organization. So it is responsibility of the management to keep the employees to
contribute more.

It is said that satisfied employees are more productive. So every organization is giving high priority to
keep their employees satisfied by providing several facilities which improves satisfaction and reduce
dissatisfaction.

We want to know whether the employees in VIMAL OIL AND FOOD LTD. are satisfied or not. So I had to
address the problem in my study.

SCOPE OF THE STUDY


Job satisfaction is an important output that employees work for organization.

It comprises of extrinsic and intrinsic factors and helps maintain an able and willing work forces.

It is an interesting and significant area for conducting research.

The study made on the topic of job satisfaction will reveal the factor of feeling of employees

The report is useful to the management of the company to know the satisfaction levels of employees
and they can take measures to increase productivity.
OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

The primary objective of the research is to find employees


satisfaction level of the organization.
Level of satisfaction regarding the physical condition of workplace
& space.

SECONDARY OBJECTIVES

To access the general attitude of the employees towards in VIMAL


OIL AND FOOD LIMITED.

To understand the problem of the employees in the working


condition.

To know how employees opinion about work place, pay and


benefits.

To study and analyses the various factors affecting the job


satisfaction level.
Chapter 2

COMPANY PROFILE

{p.o.m}
History of the company

Vimal Oil & Foods Ltd (VOFL), the flagship Company of Vimal Group
commenced more than two decades ago in Mehsana, North Gujarat
with its registered office at Ahmedabad . The modest refining capacity
of 50 tons, with which we began THEIR jTHEIRney, has today evolved
into a fully integrated, oil processing complex with seed crushing
capacity of 200 TPD, solvent extraction capacity of 200 TPD and oil
refining capacity of 300 TPD. Leveraging on the visionary
entrepreneurial spirit and expertise garnered over these two decades,
we have diversified into Edible oils and de-oiled cakes (VOFL is one of
the largest exporters of De-oiled cakes ), Milk and Milk- Products,
Electricals, Cables & Winding wires, Submersible Pumps, Paints and
varnish, All Kind of Ceramic tiles and micro-minerals, Solar Panels &
Solutions and Real Estate. Today we have extended THEIR presence in
all major locations throughout the Country.
Established in 1992, Vimal Oil & Foods Ltd ( VOFL), today one of the
leading manufacturers of Refined Edible Oils in India. Its VIMAL range of
refined oils (Cottonseed, Groundnut, Soyabean, Sunflower, Corn and
Mustard Oil) has already become a household name and assuming
leadership status in most of the markets throughout the country.
VIMAL LITE Table Margarine introduced a few year back has also been
very well accepted by the consumer and the institutional customers
alike and today it is among the leading brands of India. Vimal
introduced Mayonnaise recently which is also picking up roots in many
markets across the country.
Vision of the organization

THEIR vision is to be globally recognized company to produce and


market the best worldclass quality food products by adopting
worldclass latest enviornment friendly technology and to build
strong brand loyal customerbase for the years to come plus to
build trust and healthy relations among THEIR employees, THEIR
investors, THEIR society.

Mission of the organization

Vimal oil is a leading edible oil and food product company


in india and THEIR mission is to discover, develop, innovate
and successfully reach each and every indian family with
the best pure healthy oils and food products to fulfill
THEIR mission statement healthy u, happy u.
Social Resposibility of Vimal oil and food limited
Corporate social responsibility (CSR) refers to business practices
involving initiatives that benefit society. A business's CSR can
encompass a wide variety of tactics, from giving away a portion of
a company's proceeds to charity, to implementing "greener"
business operation
strategy to eradicate hunger & poverty includes action thereto:

1. help troubled families turn their lives around


2. reduce child poverty and make sure that children are properly supported so
that they complete their education
3. make work pay, and help people to find and stay in work help people
recover and become independent if things have gone wrong

strategy to promote education :


1. formal and nonformal education, adult education
2. Scholarships for girls, merit scholarships and technical education for boys
3. Distance education
4. Girl child education
5. Digital literacy / computer education
6. Quality primary education

strategy to promote Healthcare & family welfare includes action thereto:


1. Mobile clinics doctors' visits
2. General and multi-speciality medical camps, cleft lips
3. Reproductive and child health care, supplementary nutrition /
midday meal projects
4. Safe drinking water, sanitation household toilets, community hospitals
5. HIV / AIDS, cancer, TB awareness and prevention camps
6. Blood donation
SWOT Analysis of Vimal Oil & Foods
Limited.

Strengths:
Vimal is one of the leading players in Gujarat, Rajasthan, Uttrakhand,
Himachal Pradesh and Assam & NE and is a dominant player in
Haryana, Panjab, J&K and Uttar Pradesh with a significant presence
in Delhi, Chandigarh and Maharshtra.

A strong team of professionals and dedicated workers.

Strategic location of its plants one at Kandla port and another in


Mehsana helps in easy availability of raw material be it imported
edible oils, local Edible oils or Milk for its associate company Vimal
Dairy Limited apart from easy availability of cheap and trained
workers and labour.

Both Kandla and Mehsana being big industrial hubs, the connectivity
both road and rail is very good and there is easy availability of
trucks apart from railway siding nearby.

Weaknesses:
Though Vimal is a leading player in Edible oils in most parts of the
country yet it has to compete with players like Ruchi, Adani, Bunge
and Cargill who have much deeper packets than Vimal.

A large part of market in India still not covered Southern States,


Goa, Orissa and Chattisgarh and only nominal presence in
Maharashtra

Very low advertising and brand building activities specially outside


Gujarat
Opportunities
The demand for edible oils ( Direct and Indirect consumption) is
constantly growing in India and there are huge opportunities for Vimal
to Grow.

With the spread of education and more disposable income there is


possibility to grow sales of value added products like Rice bran oil,
Sunlower oil and Olive oil.

The demand for Table margarine and spreads is also growing in India
@ 10-15 % per annum though the maximum growth is in the
institutional segment and mainly conversion from Table butter to
Table Margarine and Spreads. Vimal being one of the dominant
players in this segment as well has lot of growth potential in Rs. 300
crore per annum market.

The market for namkeens and snack foods is also growing in India in
already strong Rs. 12000 crore plus market in India (including approx
50% in unorganized sector). Since namkeen and snack foods have
almost 20% fat content there is opportunity for vimal to grow both in
Namkeens and Snack food segment as well as in- house
consumption of Edible Oils.

Threats
Since most of the edible oils are imported from other countries, the
frequent fluctuations in the USD creates difficulty in timely
purchasing.

The demand and supply of Edible oils is highly uncertain world over
since cultivation depends mainly on weather even in developed
countries.

Local crops yield has much more uncertainty than crops else where
in the world and thus makes it difficult to make import decisions
specially during November March i.e. the time during which
maximum Indian Oil crops are harvested.

There is always a threat from low price completion from local players
in different states, Re-packers, unscrupulous players who resort to
tax evasion tactics and some players who resort to adulteration. They
tend to disturb your growth speed. Even new entrants specially
MNCs resort to price tactics to capture market share in short span of
period.
Organization Structure
Chapter 3

communication
Communication in Vimal oils and food ltd.
Communication Strategy in an organization supports Marketing Strategy which in turn must
be in line with Business strategy of the company.

In the entire process the ultimate goal is generally making profit but customer must always
be at the centre of all there actions in the entire organization.

For this they are communicating with all the departments and employees at all levels.

Internal communication in Vimal oils and food ltd.


It refers to the exchange of information and ideas within an organization

In Vimal oils and food limited much information can be exchanged internally by:-

Phones, E-mails fax memos or company intranet, circuilers.

Internal communication is of 4 types

Vertical, Horizontal, Formal, informal communication

External communication
Communication that takes place between a manager and external groups such as - suppliers,
vendors, banks, financial institutes etc. For instance - To raise capital the Managing director
would interact with the Bank Manager.

They are communicating with customers through direct marketing chanell using advertisement
in print media and on television, radio..

They are using logos and slogans to build up their brands recognition.
Barriers of Communication in vimal oils and food ltd.
Lack of message clearity

Language differences and the difficulty in understanding unfamiliar accents

Cultural differences.

Emotional barriers and taboos

Overcomes of such barriers


Message must be simple and inspiring and easy to relate to and understand, work out crips and
simple ways where every employees can connect their day to day efforts with corporate goals.

Educate all departments about market realities based an actual market customer insights. This
will help generate new ideas to serve the customer better.

Regular communication with employees at all levels regarding progress against goals on daily,
weekly/monthly basis

Constantly educate your employees. Make small groups and the process should be more of
participative and not class room lecture

Recognize and reward individuals for good ideas how so ever small it may be

Share your experiences with others to generate more ideas


Chapter 4
MARKET BEHAVIOUR
Vimal is the part of monopolistic market.

Large no. of firms:-

In the market of oils and foods there are many firms are available for doing their business.in both field
Vimal is having a large no. of competitors.

Differentiated product:-

Vimal is having different product in oils and foods market.

Price makers:-

In oils and foods market all are price maker no one is price taker. So thats why vimal is also price maker.

Non-price Compitition:-

price competition is not available in oils and foods industry. Because everyone have their own price
according to their products availability in market.

COMPETITORS OF VIMAL
Adani oils
Gokul Agro Resource
Sharp corps ltd.
Gulab oils and foods ltd.

Market segment
Vimal is basically oil and foods manufacturer. And the products of vimal is available in many different
states of country.vimal is selling different oil and foods product in india.
Chapter 5

Organisational behaviour
5. Job satisfaction:

Scope of the study:-


Job satisfaction is an important output that employees work for organization.

It is interesting and significant area for conducting research.

The study made on the topics of job satisfaction will reveal the factor of feelings of employees.

This report is useful to the management of the company to know the satisfaction levels of
employees and they can take measures to increase productivity.

It comprise of extrinsic and intrinsic factors and help maintain an able and willing work forces.

Primary data :
The primary data was collected from the respondents by administering a structured questionnaire and
also through observation, interview & discussion with management.

Secondary data :
Apart from primary data collected, the data collected through text book, academic reports and
internet is used for the study.

Sampling:-

Sample population :
There are totally 415 employees working in the organization.

sampling size :
Out of total strength the sample taken among workers.i.e.40

Sample area :
This research was carried on in corporate office.
Sample method :
the research was made by the survey in accordance to the convenience of the employees. So

the sample type is convenient sampling .

Motivations:-

Important of motivation :

Motivation is important in business because it impacts mental and physical human reactions.
Highly-motivated individuals and staff have a willingness to get the job done efficiently and
effectively, resulting in higher productivity, increased revenue, cost savings and satisfied
employees and business owners. Employees and staff with low motivation tend to work slower,
without regard for productivity or efficiency, and end up costing the business money. Low
motivation can be caused by a lack of direction or purpose, and can sometimes be reversed by

the introduction of goals.

Factors of motivation:
Skill Variety - the degree to which the job requires the use of different skills and talents

Task Identity - the degree to which the job has contributed to a clearly identifiable larger project

Task Significance - the degree to which the job affects the lives or work of other people

Autonomy - the degree to which the employee has independence, freedom and discretion in
carrying out the job

Task Feedback - the degree to which the employee is provided with clear, specific, detailed,
information about the effectiveness of his or her job performance.
Organization Culture:-
Corporate culture refers to the beliefs and behaviors that determine how companys employees
and management interact and handle outside business transactions. Often, corporate culture is
implied, not expressly defined, and develops organically over time from the cumulative traits of
the people the company hires.

Types of culture adopted by vimal:

Academy Culture:
Organizations following academy culture hire skilled individuals. The roles and responsibilities
are delegated according to the back ground, educational qualification and work experience of
the employees. Organizations following academy culture are very particular about training the
existing employees. They ensure that various training programmes are being conducted at the
workplace to hone the skills of the employees. The management makes sincere efforts to
upgrade the knowledge of the employees to improve their professional competence. The
employees in an academy culture stick to the organization for a longer duration and also grow
within it. Educational institutions, universities, hospitals practice such a culture.

Normative Culture:
In such a culture, the norms and procedures of the organization are predefined and the rules
and regulations are set as per the existing guidelines. The employees behave in an ideal way and
strictly adhere to the policies of the organization. No employee dares to break the rules and
sticks to the already laid policies.
Chapter 6

LITERATURE REVIEW
THEORETICAL FRAMEWORK
MEANING

Employee satisfaction is a measure of how happy workers are with their job and working environment.
Keeping morale high among workers can be tremendous benefit to any organization, as happy workers
will be likely to benefit to any company. There are many factors for maintaining high employee
satisfaction, which wise employers would do will to implement.

EMPLOYEE SATISFACTION

To increase employee satisfaction, many companies will have mandatory survey or face to face meeting
either employees to gather information. Both of these tactics have pros and cons and should be chose
carefully. Surveys are often annoying allowing workers more freedom to be honest without fear.
Interview with company management can feel intimating but if done carefully can let to workers know
their voice has been heard and their concern addressed by those in changes. Surveys and meetings can
truly got the centre of data surrounding employee satisfaction and can be great tools to identify specific
problems leading to lowering morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make workers
feel they are part of the family or team. Holding Office Events such as parties and group outings can help
close bonds among workers. Many companies also participate in team building retreats that are
designed strengthen the working relationship of the employers in the non-working related settings.
Company trips, pain ball wars and guided back parking trips are versions of this type of team building
strategy, with which many employees have founded success.

Of cTHEIRse, few will not experience a boost in morale after receiving more and many raises and
bonuses can seriously affect employee satisfaction and should be given when possible. Yet money
cannot solve all morale issues and of a company with wide spread problems for workers cannot improve
their overall improvement, a bonus may be quickly forgotten as daily stress of an unpleasant job
continuous to mount.

If possible, provide amenities to yTHEIR workers to improve morale. Make sure they have a comfortable,
learn, break, rooms which basic necessities such as a running mates keep facilities such as clean
bathroom stocked with supplies. While professionalism is necessary for most business allowing workers
to keep family photos or small trinkets on their desk can make them fed more comfortable and nested
at their workstation. Basic consideration like these can improve employee satisfaction, as workers will
fed well asked for by their employers.

The backbone of employee satisfaction in respect for workers and the job they perform. In every
interaction with management, employees should be treated with cTHEIRtesy and interest. In easy
avenue for employers to discuss problems, with upper management should be maintained and carefully
monitored. Even if management cannot meet all the demands of employees. Showing workers that they

are being heard and putting honest dedications into compromising will often help to improve morale.

IMPORTANCE OF EMPLOYEE SATISFACTION

Purpose or benefits of employee satisfaction include as following,

Enhance employee retention.


Increase productivity.
Increase customer satisfaction.
Reduce turnover, recurring and training cost.
Enhance customer satisfaction and loyalty.
Energetic employers
Improve team work
Higher quality products and or services due to more competent, energized employees.

ORGANISATIONAL DEVELOPMENT FACTORS

Brand of organization in business field and comparison with leading competitor.


Mission and vision of organization.
Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS

Wages and Salary


Benefits

Rewards And Penalties


PROMOTION AND CAREER DEVELOPMENT FACTORS
Opportunities for promotion.
Training program participated or will do.
Capacity of career development.

WORK TASK FACTORS

Quantity of task.

Difficult level of task.

RELATIONSHIP WITH SUPERVISORS FACTORS


Level of coaching
Level of assignment for employee.
Treatment of Employee etc.

WORKING CONDITION AND ENVIRONMENT FACTORS


Tools and equipment.
Working methods
Working environment

CORPORATE CULTURE FACTORS


Relationship with co-workers
Level of sharing etc...

COMPETITION PERSONALITIES AND EXPECTATION OF EMPLOYEE FACTORS


Competencies and personalities of employee are suitable for job.
Expectations of employee are suitable for policies of organization.
DEFINITION OF TERMS
SALARY

Salary is a fixed amount or compensation paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to complete a whole job in return for the
salary.

OVERTIME ALLOWANCE

Overtime allowance in extra cash compensation for the hTHEIRs that employees work in excess.

DECISION MAKING

Decision making involves the selection of a suitable action from among two or more possible
alternatives in order to arrive at a solution to a problem.

PROBLEM SOLVING

Grievance handling means help to solve a problem of the person who is in trouble and went some kind
of help. It is to help such a person is a way that can give him justice to his satisfaction.

WELFARE FACILITY

Employee welfare aims at providing such service facilities and amenities, which enables a worker to
perform their employee well. An employee welfare facility consists of canteen, rest rooms, housing
facility, medical facility, educational facility and transportation facility. This study helps to find out the
various accretions facilities they are provided by the company.

TEAM WORK

The process of working a group of people in order to achieve a goal.


TRAINING

Training is the format and systematic modification of behaviTHEIR. Which occurs as a result of
education, introduction development and planned experience.

JOB SECURITY

It is the probability that an individual will keep his or her job. A job with a high level of job security in
such that a person with the job would have a small chance of become employees.

EFFECTIVE COMMUNICATION

Communication is a process in defined and shared between diving organisms. Communication requires a
sender, a message and need not be present as aware of the seniors intent to communicate at the time
of communication thus communication can occurs across vast distances in time and space.
Communication requires that the communicating panics share an area of communication.

WORK SHCEDULE

Employees work schedules vary from full fill time lo part time to job shares. All work schedules have one
thing in common; the employee is doing work under an employer. Today's employers understand that
flexibility is what employee requires in their work schedules. If they don't employers should beware.

LITERATURE REVIEW
The history of job satisfaction stems back to the early 1900s with the situations perspective on
job satisfaction. This perspective states that satisfaction is determined by certain characteristics of the
job and characteristics of the job environment itself. This view has been present in the literature since
the first studies by Hauser, Taylor and the various projects at the Western Electric plants in Hawthorne
(Cranny, Smith & Stone 1992). These studies follow the assumption that when a certain set of job
conditions are present a certain level of job satisfaction will follow. The Hawthorne Studies are
considered to be the most important investigation of the human dimensions of industrial relations in the
early 20th century. They were done at the Bell Telephone Western Electric manufacturing plant in
Chicago beginning in 1924 through the early years of the Depression. The Hawthorne plant created an
Industrial Research Division in the early 1920s. Personnel managers developed experiments to explore
the effects of various conditions of work on morale and productivity (Brannigan & Zwerman 2001).
Today, reference to the Hawthorne Effect denotes a situation in which the introduction of
experimental conditions designed to identify salient aspects of behaviTHEIR has the consequence of
changing the behaviTHEIR it is designed to identify. The initial Hawthorne effect referred to the
observation that the productivity of the workers increased over time with every variation in the work
conditions introduced by the experiments (Brannigan & Zwerman 2001). Simply stated when people
realize that their behaviTHEIR is being watched they change how they act. The development of the
Hawthorne studies also denotes the beginning of applied psychology, as we know it today. These early
studies mark the birth of research on job satisfaction relating to ergonomics, design and productivity.

One of the most popular and researched measures of job satisfaction is the Job Descriptive
Index (JDI). The JDI is a 72-item adjective checklist type questionnaire developed by Smith, Kendall, and
Hulin in 1969 (Gregson, 1991). This measure basis itself on five facets of job satisfaction. The first facet
is the work itself, satisfaction with work itself is measured in terms of the core job characteristics such as
autonomy, skill variety, feedback, task identity, and task significance (Hackman & Oldham, 1975).
Supervision, the second facet, is measured in such ways as how supervisors provide feedback, assess
employees performance ratings, and delegate work assignments.

Co-workers, the third facet, are measured in terms of social support, networking, and possible benefits
attached to those relationships (Cranny, Smith & Stone, 1992). Pay, the fTHEIRth facet, is an important
sTHEIRce of satisfaction because it provides a potential sTHEIRce of self-esteem as well as the generic
opportunity for anything money can buy (Brockner, 1988). Obviously satisfaction with pay is measured
primarily by current income but also by opportunities for salary increases. Promotion is the final facet
and the one that the JDI explicitly assesses how perceptions about the future can affect job satisfaction.
Today the facets of the JDI are generally assessed by modifying the adjective checklist and using a Likert
scale on statements such as, opportunities for advancement are plentiful measured from one
(strongly disagree) to five (strongly agree) (Cranny, Smith & Stone, 1992).

Another popular and highly researched measure of job satisfaction is the Minnesota Satisfaction
Questionnaire (MSQ). The MSQ can be scored for twenty facets; scores from one question for each facet
provide a single overall composite score. The MSQ is commonly used in conjunction with the Minnesota
Importance Questionnaire (MIQ). These instruments were designed for use with adult career
counselling clients with work experience. They are particularly useful for clients that might be called
career changers, that is, adults with considerable work experience in one or more chosen occupations
who are dissatisfied with their work and remain undecided about their career future (Thompson &
Blain, 1992).

A study conducted in Europe, Asia, Africa, and the Americas reported similarities among
workers. 10,339 workers were surveyed across 10 European countries, Russia, Japan, and the United
States. Researchers consistently identified the same top five key attributes in a job: ability to balance
work and personal life, work that is truly enjoyable, security for the future, good pay or salary and
enjoyable co-workers. Across the fTHEIR major geographic regions studied, workers specifically
emphasized the importance of potential advancement and the opportunity to build skills as a way to
maintain employability and job security (Yankelovich Partners, 1998 p.42).

A survey polling members of the Association for Investment Management and Research found that 81%
of the managers said they were satisfied or very satisfied with their job. When asked to identify the
factors that create positive feelings about their job, most managers named professional achievement,
personal or professional growth, the work itself and their degree of responsibility more important than
compensation. Factors they viewed as creating negative feelings about their jobs were company
policies, administration, relationships with supervisors, compensation and the negative impact of work
on their personal lives (Cardona, 1996, p.9). In order to decrease some of these negative feelings and
increase productivity it has been proposed to reduce the number of work days employees miss by
increasing job satisfaction, redesigning disability plans and involving supervisors in management
(Maurice, 1998, p.13).

Other research indicates that customer satisfaction and loyalty are excellent predictors of
profitabilitythe strongest predictors of customer satisfaction: employees general satisfaction with
their jobs and employees satisfaction with their work/life balance (McDonald & Hutcheson, 1999,
p.18). Again its important to note that job satisfaction is subject to change. Results of studies
comparing differences between age groups and level of job satisfaction report an increases in job
satisfaction with age (Osipow, 1968).
From an employees standpoint, job satisfaction is a desirable outcome in itself. From a
managerial or organizational effectiveness standpoint, job satisfaction is important due to its impact on
absenteeism (1) turnover, (2) and pro-social citizenship behaviTHEIRs such as helping co-workers,
helping customers, and being more cooperative. (3) Thus, to redesign jobs, reward systems, and human
resTHEIRce management policies that will result in optimum job satisfaction and productivity, managers
need to know what employees value (Karl & Sutton, 1998, p.515). In order to know what employees
value it is necessary for organizations to assess and pay attention to current levels of job satisfaction.

Current studies on job satisfaction are plentiful with some interesting results. In one study the
relationship among career experience, life satisfaction, and organizational factors for managers of
healthcare organizations is explored. Within this study a two-stage Delphi analysis of American College
of Healthcare Executives (ACHE) members identified nine domains of important job skills, knowledge,
and abilities necessary for Success as healthcare managers. The nine domains, ranked in order of
importance, are cost/finance, leadership, professional staff interactions, healthcare delivery concepts,
accessibility, ethics, quality/risk management, technology, and marketing.
Chapter 7

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
The data needed for the study is collected from the employees, through questionnaire. Analysis
and interpretation has been done by using the statistical tools and data presented through tables and
charts

RESEARCH DESIGN
The study was based on survey method. The aim of the study is to find satisfaction levels of
employees.

SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given population. Convenience
sampling method used in selected samples.

Sample Size: Out of the total strength, the sample 40 respondent.

Sampling Area: The research was conducted at Vimal oil and food limited, Gujarat

Sample Method: The research was made by the survey in accordance to the

convenience of the employees. So the sample type is convenient sampling.

Period of the study: study should be completed within in 10 days

Data collection
For research about job satisfaction the data we have collected is the primary data

Primary data: primary data was collected from the respondent by administering a

structured questionnaire and also through observation & discussion with management.

Secondary data : Apart from Primary data collected, the data collected through the

records of Vimal oil & food limited and internet is used for the study.
Tool used for analysis:
Measurements Scales:

1. Nominal or Classificatory Scale: Gender, ethnic background, eye colTHEIR,


blood group

2. Ordinal or Ranking Scale: School performance, social economic class

3. Interval Scale: Celsius or Fahrenheit scale

4. Ratio Scale: Kelvin scale, weight, pulse rate, respiratory rate

GRAPHICAL REPRESENTATION OF DATA


Graphical Representation tool such as Bar Graphs and Pie Charts have been used
for the data analysis.

LIMITATIONS OF THE STUDY

This is subjected to the basis and prejudices of the respondents,


hence 100% of accuracy cannot be assured.
The research was carried out in a short span of time, where in the
research could not widen the study.
The period of study was too short. So it was not possible to collect
the relevant information with in that period.
The findings are based on the answers given by the employees, so
any error or bias may be affect the validity of the finding
Chapter 8

DATA ANALYSIS AND INTERPRETATION


Level of satisfaction regarding organization environment
Types Respondent

Participative 17

Autonomy 8

Motivational 15

Interpretation
From the above table we can say that 40% employees are
highly satisfied and 20 % Satisfied 10 % are neutral.
Employee's View regarding Motivational Programs
Type Strongly Disagree Neutral Agree Strongly agree
disagree

Appreciation 2 4 11 16 7
and reward

Involvement of 4 6 10 15 5
employees in
top
management
decision

Recognisatio 1 3 12 16 8

Interpretation :
From the above table we can say that 45% of employees are
agree and 25 % of employees are strongly agree, 20%
employees are neutral 15% are disagree and 10 % are strongly
disagree
Employee's Job Tenure
Year Respondent

0 to3 12

3to 5 14

5 to 7 9

More than 7 7
Anova: Single Factor
SUMMARY
Groups Count Sum Average Variance
Salary 40 152 3.8 0.625641
Promotion 40 147 3.675 0.532692
Leave 40 107 2.675 0.840385
Motivational Talks 40 158 3.95 0.561538
Recognition 40 177 4.425 0.404487
Job Security 40 122 3.05 0.253846

ANOVA
STHEIRce of Variation SS df MS F P-value F crit
1.82E-
Between Groups 80.27083333 5 16.0541667 29.9277 23 2.25262
Within Groups 125.525 234 0.53643162

Total 205.7958333 239

H: Rejected
Ha : Factors are not
Interdependent
Findings
Majority of the employees know the overall goals of the company.
Most of employees are highly satisfied (88%) with motivational programmers provided
by the company.
Only 16% of employees are dissatisfied with the leave and other conditions provided by
the company.
Majority of the employees are dissatisfied with the chance to be involved and identified
with the goal and image.
Majority of employees are satisfied with the allowances provided by the company.
Higher portion of employees are satisfied with the promotion and growth opportunities
provided by the company.
Most of the employees always get a chance a part of decision making (60%).
Majority of employees satisfied (40%) with the good team exist in the organization.
Majority of employees opinion are the superior listen to their opinion and suggestion.
Only 16% of employees are not to get enough time to spend with yTHEIR family on leave
occasion.
Most of employees satisfied (72%) the time of the job.
24% employees dissatisfied the training programmers conducted by the company.
Majority of employees have a good opinion about safety measures provided by
institution (72%).
Most of employees get proper promotion and growth opportunities (68%).
Some of the employees had bad opinion about behavior and supper of management
(8%).
Majority of employees satisfied (70%) the working relationship with their supervision.
Majority of employees satisfied the refreshment and recreation facilities.
RATIO ANALYSIS OF

VIMAL OILS AND FOODS LTD.

FOR LAST 3 YEARS

Turnover Ratio
The percentage of a mutual fund or other investment vehicle's holdings that have
been turned over or replaced with other holdings in a given year. The type of
mutual fund, its investment objective and/or the portfolio manager's investing style
will play an important role in determining its turnover ratio.

1.Inventory Turnover ratio

Meaning: The ratio measures the number of time an average company sells
inventory during a period or it indicates the number of time the inventory is
replaced in a year.

Formula

Inventory Turnover = Sales/inventory


Inventory Turnover Ratio
Investor turnover ratio

12.27
10.83
9.44

2014 2015 2016

Analysis

By stock turnover ratio we can analyze that in a year or in a period of time how
many times inventory has been replaced in a company.

Comparing the ratios as the financial year in 2014 was 10.83 and that in
2015 is 9.44. From this we can see that in 2015 ratio is low comparing to 2014
That means their turnover is low as compared to last 2014. The company has to
place the order repeatedly.
2.Working Capital Turnover Ratio

Meaning: Ratio measures the depletion of working capital to the generation of


sales over a given period. This provides some useful information as to how
effectively a company is using its working capital to generate sales.

Formula

Working Capital Turnover Net Sales


Ratio =
NetWorkingcapital

WORKING CAPITAL TURNOVER RATIO


10.4

10.2

10

9.8

9.6

9.4

9.2
2014 2015 2016
WORKING CAPITAL TURNOVER
10.04 10.25 9.56
RATIO
Analysis

Comparing the last 5 years of working capital in financial year 2014-15 working
capital is the highest i.e. 10.25.

This shows that the company is able to utilize more working capital and
management is efficient.

But currently the company is showing the lowest rate among last 3 years.

3.Debtors turnover ratio


Meaning:

It is efficiency ratio or activity ratio that measures how many times a


business can turn its accounts receivables into cash during a period. In other
words, the accounts receivables turnover ratio measures how many times a
business can collect its average accounts receivable during the year.
This ratio shows how efficient a company is at collecting its credit sales
from customers

Formula
Debtors turnover ratio
7
6
5
4
3
2
1
0
2014
2015
2016

2014 2015 2016


Debtors turnover ratio 6.06 7 3.72

Analysis:

The debtors ratio in the year 2015 was 7 which decreased to 3.72 in
2016 which shows that the company is not able to convert their accounts
receivable into cash in compared to previous 2 years.

4.Fixed assets Turnover ratio


Meaning: This ratio shows how efficient are the company using money invested
in the fixed assets.

Formula
Fixed assets Turnover ratio = Net Revenue

Average Fixed Assets

Fixed Asset Turnover Ratio


Fixed Asset Turnover Ratio

46.3800

36.2200

25.2700

2014 2015 2016

Analysis
Comparing ratio in 2014 and 2015 there is vast difference between the two. The
company is constantly on growth stage in this two years but than in 2016 there is
big decline.

This means that the company is earning very less interest on its fixed assets in
current position.
Profitability Ratio

1. Return on total Assets

Meaning: Ratio that measures a company's earnings before interest and taxes
(EBIT) against its total net assets. The ratio is considered an indicator of how
effectively a company is using its assets to generate earnings before contractual
obligations must be paid

Formula

EBIT
Return on Total Assets =
Total Net Assets

Return On Asset(ROA)
120.0000
100.0000
80.0000
60.0000
40.0000
20.0000
0.0000
-20.0000 2014 2015 2016

-40.0000
-60.0000
-80.0000

Return On Asset(ROA)
Analysis
In the financial year 2014 ratio was less than as in 2015 it is 98.4 which is the
highest among the ratio of last 3 years. But in 2016 is diminish to even a negative
so we can say in 2016 vimal is not efficient in converting its assets into profit.

Solvency ratio
A key metric used to measure an enterprises ability to meet its
debt and other obligations. The solvency ratio indicates whether a
companys cash flow is sufficient to meet its short-term and long-term
liabilities. The lower a company's solvency ratio, the greater the
probability that it will default on its debt obligations.

1.Debt Equity ratio

Meaning: Debt Equity Ratio measures company's financial leverage calculated


by dividing its total liabilities by stockholders' equity. It indicates what proportion
of equity and debt the company is using to finance its assets.

Formula

Long term Debt


Debt Equity ratio =
Shareholders fund
Debt Equity Ratio
Debt Equity Ratio

1.8100
1.5600

1.0000

2014 2015 2016

Analysis

In financial year 2014 debt equity ratio was 1.81 which is the highest among the 3
years record. This shows that in this year the company had no enough money to
finance its assets.

In the tear 2016 it is 1.00 which is decreased from previous year. This shows the
company had enough money to finance its assets.

Liquidity Ratio
A class of financial metrics that is used to determine a company's ability to
pay off its short-terms debts obligations. Generally, the higher the value of the
ratio, the larger the margin of safety that the company possesses to cover short-
term debts.
Current ratio

Meaning : The current ratio is a financial ratio that measures whether or not a
firm has enough resTHEIRces to pay its debts over the next 12 months. It
compares a firm's current assets to its current liabilities.

Current Ratio
1.0000
0.9000
0.8000
0.7000
0.6000
2014
0.5000
2015
0.4000
2016
0.3000
0.2000
0.1000
0.0000
2014 2015 2016

Analysis
As we compare the current ratio in the year 2015 the ratio is highest i.e.0.90. From
this we can say that the company has used their funds more efficientlyear ias
compared to previous years. But not in last year.
Quick Ratio

Meaning : The Acid-test or quick ratio or liquid ratio measures the ability of a
company to use its near cash or quick assets to extinguish or retire its current
liabilities immediately.

Formula

Quick Ratio = Current Assets-Stock

Current Liabilities

Quick Ratio

2.5000

2.0000
Axis Title

1.5000

1.0000

0.5000
Quick Ratio
0.0000
2014 2015 2016
Quick Ratio 1.1800 0.9600 2.4600

Analysis

If we see the ratios of the financial year 2014 it is slightly more than ideal
ratio 1:1. And in the year 2015 the ratio decrease from the ideal ratio.
This means that in present scenario the company has double assests to pay
liabilities.
CONCLUSION ON RATIO OF LAST 3 YEARS

Liquidity ratios of last 3 years, Current ratio has increased in the current
year. Which suggest that company has more current assets against its
current liabilities to pay its debt. That is good for the company and it is
company's strength. Quick ratio of the company has decreased comparing to
the financial year 2014 but it is near to the idle ratio which suggest company
is efficient in paying its debt and it is a strength for the company.

Liquidity ratios of all the competitors current ratio of vimal is 1.39 which is
better than almost all the 3 competitotrs in the market which shows that
vimal has used their assets efficiently against their ability to pay liability is
better than the other companies.

Looking at Return on total assets of the has decreased in the current year.
The company's efficiency of using its assets to generate income has reduced.
That is not good for the company. Return on equity shareholder's fund has
reduced comparing to the previous year. That means company is not using
its shareholders funds efficiently to generate profit.

Leverage ratios of the companies, Debt equity ratio of the company has
reduced comparing to the previous year. Always the debt equity ratio shall
be less else this will demotivate the investors to invest in the company. This
is good for the company. So The company may not suffer from less capital
from the public. The ideal ratio shall be 2:1.

Turnover ratios of the companies, Stock turnover ratio of the company has
increased in the current year. Which means companies sales has increased
and it is making enough profit as compared to previous years .This shows
that the company is selling quickly and that little unused inventory is being
stored.but in comparison to 2014 the current years ratio is low.
Companies Working Capital Turnover ratio in the current year is lowest
among all the 3 years. This measure the amount of capital invested in the
resTHEIRces that are subject to quick turnover.

Debtors turnover ratio of the company has Decreased in the current year for
VIMAL. That means is not able to pay its debtors efficiently and is not able
to pay the debtors properly.
CHAPTER 9
SUGGESTIONS

Management have to make effective communication channels in the firm.


Management should take remedial measures to improve general working
condition of the firm there by employees will be satisfied in their job.
Management should take proper care to maintain employee-employer
relationship.
Proper guidance and counseling should be provided to the employees so
that their mental satisfaction can be improved.
Management should provide proper safety measures in the organization, so
the employees will be secured in the job.
Management should provide promotional facilities to the employees then
only they will be motivated in the job.
Management should provide proper leave to the employees.
Management should take effective welfare measure-s to meet industry
standards.
Management should provide more opportunities to employees in order to
participate in decision making
Conclusion:

From the analysis conclude that the job provides the opportunity to the
employees to exercise his/her skill at work place. Number of the employees
aqccepted that at times there is considerable flexibility in co ordinating
with work and they are satisfied with the existing inters personal
communication.

In vimal oil & food limited they follow the systematic planning and review
process to evalute the performance of employee.

From the analysis conclude that the job provides the opportunity to the
employees to exercise his/her skill at work place. Number of the employees
aqccepted that at times there is considerable flexibility in co ordinating
with work and they are satisfied with the existing inter personal
communication.
In vimal oil & food limited they follow the systematic planning and review
process to evalute the performance of employee.
BIBLIOGRAPHY:-

WWW.VIMALOILS.COM
WWW.MONEYCONTROL.COM
WWW.WICKYPEDIA.NET
MANAGEMENT (JAMES A. F. STONNER) (Perason) ( 6th Eidition)
Annexure
QUESTIONNAIRE.

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